• 재활복지
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• v.20 no.1
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• pp.151-170
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• 2016

The purpose of the research is to suggest the method to maximize management achievement of the sheltered workshops with analyzing the factors of organizational competencies which affect the business performance. The study was proceeded after suggesting the research model based on discussion on the business performance of Malcolm Baldrige (1987) model which assessed as the most optimized one for evaluation of the business performance of enterprise. First, the organizational competence of the sheltered workshop impact on commercial performance and noncommercial performance meaningfully. The commercial performance affects marketing competence, administrative competence, financial competence in order of mention, and noncommercial performance affects workshop cultural competence, financial competence, leader competence, human resources competence in order of mention. Second, the organizational competence of the sheltered workshop affects comprehensive business performance including commercial and noncommercial, in order of marketing competence, workshop cultural competence, financial competence, and human resource competence.

• Journal of Digital Convergence
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• v.16 no.11
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• pp.177-183
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• 2018

The purpose of this study is to examine the effects of compassion experienced by defectors on deep acting in organization and secondly to demonstrate the effect of deep acting through compassion on job performance. Third, the purpose of this study is to examine the effects of deep acting on organizational citizenship behavior. Fourth, we examine the mediating effect of deep acting in the relationship between compassion and job performance. Finally, we try to demonstrate the mediating effect of deep acting in the relationship between compassion and organizational citizenship behavior. As a result of this study, it was proved that compassion experienced by defectors has a positive effect on deep acting and that deep acting has a positive effect on job performance and organizational citizenship behavior. In addition, all hypotheses were supported by the findings of research on the mediating effect of deep acting in the relationship between compassion and job performance, and compassion and organizational citizenship behavior. Thus, this study implies that the defectors who need compassion in the organization improve their job performance and increase organizational citizenship behavior through deep acting.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.83-92
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• 2020

The purpose of this study to investigate is as follows. First, this study examines the effects of WLB on organizational commitment and organizational citizenship behavior among domestic small and medium-sized company members. Second, this study examines the mediating effects of psychological safety on the WLB, and organizational commitment. Also, we will examine the mediating effects of psychological safety on the WLB, and organizational citizenship behavior. Third, the causal relationship between the dependent variables is verified. To test the hypothesis of this study, we analyze the statistics program using SPSS 25.0 and Macro Process. The results of this study through empirical research are as follows. First, WLB has a positive effect on organizational commitment and organizational citizenship behavior. Second, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational commitment. Third, psychological safety was found to play a mediating role in the relationship between work-life balance and organizational citizenship behavior. Fourth, organizational commitment has a positive effect on organizational citizenship behavior.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.2
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• pp.197-205
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• 2016

This study is intended to look into the effects of project leader's core competencies(intellectual ability, management ability, emotional ability) on the Critical success factors(job satisfaction, organizational commitment, group cohesion) of project by environmental variables of organization. The results of this study were summarized as follows. First, the intellectual ability, management ability and emotional ability had a significant effect on the job satisfaction, organizational commitment and group cohesion. Second, the functional organization and project organization had a partial effect on project leader's core competencies. But the individual-centered organization had no moderating effect. For the project organization, all intellectual ability, management ability and emotional ability had a moderating effect on the organizational commitment. Consequently, project leader's core competencies are mechanisms to improve the job satisfaction, organizational commitment and group cohesion, and they have a different moderating effect according to the type of organization.

• Korean journal of communication and information
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• v.21
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• pp.114-146
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• 2003

The purpose of this study is to explore and explain how organization-public relations influence organizational reputation, accounted for by the moderating effect of level of involvement. For this purpose, a survey was conducted to 100 residents in a metropolitan city of Korea with the following five Korean organizations studied: two Korean domestic companies, a sports association, a non-profit organization, and a multinational company. Results of multiple regression analysis indicated that organization-public relationships and publics' level of involvement were significant predictors to account for organizational reputation by non-chance amount, and that level of involvement played a moderating variable role between organization-public relationships and organizational reputation.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.32 no.3
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• pp.285-304
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• 2021

The study has a purpose of understanding the factors that affect the oranizational commitment of the employees working in the libraries for visually impaired. To do this, the study chose personal background, emotional labor, role, job characteristics, organizational culture and organizational justice and attempted to find out how these factors affect the oranizational commitment. As a research method, mixed study method was used where quantitative analysis was complemented by qualitative analysis. For quantitative analysis, statistical analysis was conducted using the retrieved questionnaires. For qualitative analysis, the researcher had a one-on-one talk with the experts and employees who want to participate using an interview note was recomposed based on the survey responses. In the study results, emotional labor, job characteristics, organizational culture and organizational justice was proven to have influence on job engagement. To improve the job engagement, autonomy should be guaranteed by minimizing the organizational intervention to the assigned works and expanding the discretionary power. Furthermore, intensive management of the employees' emotional labor and fair process regarding the work performance is highly important.

• Journal of Digital Convergence
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• v.19 no.11
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• pp.39-44
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• 2021

Amid the growing interest of researchers in unethical pro-organizational behavior in recent years, this study validated the effects of organizational identification on unethical pro-organizational behavior while also verifying the mediating effect of organizational commitment in the relationship between organizational identification and unethical pro-organizational behavior. Based on the theory of good deeds and literature review, the hypothesis was established and a survey was conducted on employees engaged in manufacturing in southern area company in Korea. Analysis shows that organizational identifications has a significant positive effect on organizational commitment, and that organizational commitment has a significant positive effect on unethical pro-organizational behavior. organizational commitment has also been shown to play a partial mediating role in the relationship between organizational identification and unethical pro-organizational behavior. Finally, we discussed the significance and direction of future research.

• Journal of Digital Convergence
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• v.11 no.4
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• pp.165-175
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• 2013

This study identifies the empirical effects of CEO's transactional leadership & transformational leadership(LEADERSHIP) on organizational effectiveness(OE) in the consulting industry. Next, this study identifies that if there are any differences on understanding on LEADERSHIP and OE depending on consulting organizations with a propensity for individualism. The analysis of the data shows LEADERSHIP is positively related to OE. Finally it is shown in this study that the consulting organizations with a high individualistic propensity(IP) show perception differences on charismatic leadership, compared to those with a low IP.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.2
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• pp.83-93
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• 2019

Responding to the prior studies' call for further investigating the relationship between entrepreneurial orientation and firm performance, this study proposes a partially mediated model of entrepreneurial orientation, entrepreneurial knowledge position, and firm performance. Survey responses from 3,324 small- and medium-enterprises in South Korea are analyzed to identify a partially mediating role of an organization's entrepreneurial knowledge position. A firm's innovativeness both directly affects its innovation performance and knowledge position in positive ways. On the other hand, risk-taking firms only positively affects knowledge position, whereas a firm's proactiveness positively affects its performance while negatively affecting its entrepreneurial knowledge position. Neither autonomy nor competitiveness show any statistically significant relationships to either entrepreneurial knowledge position or firm performance. A firm's knowledge position is strongly and positively related to its performance. The findings of this study contributes to the research stream of entrepreneurial orientation by delineating the partially mediating role of a firm's knowledge position.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.10
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• pp.3707-3720
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• 2010

This research is about evaluate how leadership is influence the organizational effectiveness through the process. Process is set sub factors of transformational leadership as independent variable, set sub factors of organizational effectiveness as dependent variable, and set trust as relationship between members of organization for leader in relationship between most important person at organization(work place) and work, also, set self efficacy as relationship between members of organization and work to find out how these two elements are working. As result of research, all of sub factors of independent variables are effect on trust, then trust is positive effect on organizational effectiveness. However, all of the sub factors of transformational leadership didn't give meaningful effect on self efficacy. However, trust is effect on self efficacy, and as a result, self efficacy is positive effect on every sub factors of organizational effectiveness.